Introduction to Organizational Culture

Organizational Culture sits in the background of an organization: Collective patterns of behavior: its habits and rituals. It’s like the organization’s personality.

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The Nature of Organizations: A Management Courses Introduction
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We work in organizations. And organizations are all around us. Yet, how much do we really understand about them? This Kindle-exclusive eBook serves the needs of working managers, who need a broad-brush overview in a short format. However, students may find that overview to be a helpful precursor to your more detailed study.

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The Nature of Organizations
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This video is part of course module number 6.1.4
Program 6: Managing within Organizations
Course 1: The Nature of Organizations
Section 4: Organizational Culture

Other videos in this section include:

LESSON NOTES
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A formal definition of Culture from Adrian McLean and Judi Marshall, “Intervening in cultures,” University of Bath Working Paper, 1993.

Culture is…
“the collection of traditions, values, policies, beliefs, and attitudes that constitute a pervasive context for everything we do and think in an organization." (Mclean, A. Marshall, J. 1993)

We describe organizational culture as strong if the shared values and routines are valued deeply and shared widely.
It has big consequences:
• Staff motivation
• And hence, productivity
• Interactions with third parties (customers, suppliers, partners, competitors, society)
• Influences choices and decision-making
• Creates modes of control, blocking or facilitating certain communication channels
• Shapes public perception of the org

Organizational culture is often a broad reflection of the wider culture within which it sits. But it will usually amplify some aspects of that wider culture - and sometimes subvert or invert them.

‘How we do things around here’ will become the culture. By shifting behaviors, you can shift the way people think and feel about your organization.

Often, there are a few, informal leaders, whose actions have a disproportionate impact on the people around them, and can cause a shift in the culture; for good or for ill.

Organizations do not always have a uniform culture. Different sub-cultures are due to differences in regions, departments, or functions. They reflect problems common to a distinctive subset of organizational members.

The saying (attributed with very little evidence to Peter Drucker) that ‘Culture eats strategy for breakfast’ suggests that a good strategy can be destroyed by a bad culture.

RECOMMENDED EXERCISE
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Think about the cultures within your organization...
1. What is the prevailing culture like within your part of the organization? (2 MC CPD Points)
2. To what extent are you aware of different organizational sub-cultures? How do they differ? (2 MC CPD Points)
3. What positive and negative impacts does your organizational culture have? (2 MC CPD Points)

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[ManagementCourses]

I have a short series of videos about Organizational culture coming up, so this one sets the scene, by defining what we mean by the term and how organizational cultures work. Thank you for watching - please do like, subscribe, and hit the notification bell.

[mrgummygod]

writing an essay on this right now, very helpful!

[trahnettilhcs]

Good overarching explanation of org culture. I’m interested in the more specific and practical mechanisms by which you can start to implement, adjust, and influence culture.

[zlaiazaia]

Thank you this was very helpful for my assignment

[clydontafadzwa]

Thanks for this introduction, l understand so much, So what is the difference between ethics and culture

[adwoanhyira]

Please help me with an explanation so I can answer the question below;
As the CEO of a startup media-oriented organization, show how yo and your management team are ready to leverage smooth operation of your media using ORGANIZATIONAL CULTURE MODEL